Theories of Motivation

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Theories of Motivation by Mind Map: Theories of Motivation

1. Herzberg

1.1. Two-Factor Theory

1.1.1. Hygiene Factors cause dissatisfaction context in which the job is performed company policy, supervision, relationships, working conditions, salary, safety their absence cause dissatisfaction only focusing on that is not enough

1.1.2. Thematic Apperception Test (TAT) access dominant need write a story based on a picture

1.1.3. Motivators cause satisfaction opportunities to feel succesful related to the job itself achievement, recognition, interesting work, increasing responsibilities, advancement, growth opportunities conditions that truly encourage employees to try harder

2. Maslow

2.1. Hierarchy of Needs

2.1.1. Employers are motivated to satisfy their NEEDS basics first highers after once a level is satisfied, no long motivates

2.1.2. Maslow

3. Objectives

3.1. Role of motivation

3.1.1. employee performance provide excellent service achieve goals

3.2. Employees Basic Needs

3.3. Perceptions

3.3.1. Consequences

3.4. Rewards and Punishments

3.5. Motivation Theories

3.5.1. Analyse performance problems

3.5.2. Types Need-based Process

3.6. Job Performance

3.6.1. Motivation desire to achieve a gol / performance level trying hard to accomplish a task

3.6.2. Ability skills and knowledge required to perform a job

3.6.3. Environment resources information support

4. McClelland

4.1. Acquired-Needs Theory

4.1.1. individuals acquired these need in their life experience combination of all three dominant need drive their behavior

4.1.2. Achievement success, meeting deadlines, brilliant ideas strong need to be successful do tasks better than before improve performance challenging goals positions sales entrepreneurs scientists engineers organizations merit based reward performance managerial challenges motivate others neglect coaching, communicating, meeting with subordinates difficult to delegate micromanage

4.1.3. Affiliation plans to be with friends or family interpersonal relationships want to be liked / accepted by others prefer to interact with others positions social worker teacher frequent interpersonal interactions managerial challenges overly concerned how they are perceived give employers critical feedback discipline poor performances

4.1.4. Power getting work done by influencing other people desire to make an impact on the business influence others control people's environment change the ways things are done negotiate resources for department positions managerial leadership

5. Vroom

5.1. Expectancy Theory

5.1.1. Individuals evaluate if it's worth putting effort

5.1.2. Expectancy Effort Will my effort lead to high performance?

5.1.3. Instrumentality Performance Will performance lead to outcomes?

5.1.4. Valence Rewards Do I find the outcomes desirable?